3. Conditions of Employment

3.A. Adjunct Rank and Salary.

Persons are recommended for employment as an adjunct faculty member by the chair of the department or program in which they will be teaching. Recommendation is made to the associate dean for academic affairs, and must be accompanied by a recent resume or curriculum vita and an application for employment (available on the Human Resources webpage or by calling the Office of Human Resources). The College reserves the right to run a background check or reference check on any person seeking potential employment at Moravian College. A letter of appointment is sent prior to the start of the relevant term. After initial employment, appointments may be renewable on a per-term basis. Adjunct faculty normally teach one (equivalent to 4 credits) or two (equivalent to 8 credits) course units per term; under special circumstances, adjunct faculty may be appointed for more than two but fewer than three units in a single term. Adjunct faculty are ranked on a five-tiered pay scale based on level of education and number of years of experience, and are paid on a per-course basis, except with regard to student teaching supervision (see below for more information). Definitions that guide the assignment of compensation levels are as follows:

¨ Level 1: graduate assistant

¨ Level 2: master’s degree, but no doctorate and little or no teaching experience

¨ Level 3: doctorate but little teaching experience; or master’s degree, but no doctorate, and 10 years’ or more teaching experience

¨ Level 4: doctorate with solid teaching experience or no doctorate but with significant work experience in area of specialty

¨ Level 5: seasoned professional with many years of teaching and/or work experience.

Other factors, of course, may also enter into the assignment of levels.

For supervision of student teachers, adjunct faculty are paid per student, with each student supervised counting as 1/6 of a course unit. Adjunct pay may be prorated during any regular fall or spring term or in any summer term if the enrollment in the course numbers fewer than 6; in consultation with the department chair (fall or spring term) or dean of continuing and graduate studies (May or summer terms), the instructor may choose to cancel the class rather than accept pro-rated compensation. (NOTE: Tuition-remission students, tuition-exchange students, faculty/staff members, and faculty/staff spouses are NOT included in the count, when considering the number of students in a class; thus whether or not to prorate is based on the number of tuition-paying students enrolled.)

Upon recommendation of the department chair and with the approval of the associate dean for academic affairs, adjunct faculty may be promoted within the 5-tiered ranking. Adjunct faculty are not eligible for tenure. For instruction of a writing-intensive course in a specified major, adjunct faculty are awarded an additional $300 of compensation.

3.B. Salary payment

Adjunct salaries are paid every two weeks during the term of instruction. Adjuncts are compensated $293 (2006-2007 rate) for each undergraduate independent study (per student), honors project ($293 each term of supervision, with two additional independent study stipends paid at the completion of the project), or for field study supervision (per student). Graduate (M.B.A. and M.EDU.) rates differ slightly. This pay is distributed in the final paycheck of the term of instruction.

Salary paid to adjuncts during a regular fall or spring term is distributed every other week during the term. May Term payment occurs in a single lump sum at the end of the term. Summer I and Summer II pay are distributed every two weeks during the term.

Salary checks can be electronically deposited to any financial institution which is a member of the Automated Clearing House (ACH) system. Direct deposit verification, which communicates the payroll information from the current pay represented, is sent to the employee through intercampus mail on payday. Salary checks not electronically deposited are available from the cashier on paydays (every other Friday) or are mailed to the home that day. Employees interested in initiating direct deposit should contact the Office of Human Resources.

3.C. Withholding policies

Items customarily withheld from employees’ pay include federal income tax, Pennsylvania state income tax, Bethlehem city wage tax, Social Security and Medicare taxes, Pennsylvania unemployment compensation tax, and Bethlehem city occupational privilege tax ($10 once a year).

3.D. Wage Garnishment Policy

Moravian College and Moravian Theological Seminary expects its employees to be prompt in the payment of their personal debts. Employees should be aware that a court can order the institution to deduct amounts directly from an employee's pay when that employee has failed to pay his or her personal debts.

Debts to EMPLOYER: Any employee who fails to satisfy a personal debt to Moravian College and Moravian Theological Seminary is subject to the amount being deducted from his or her payroll earnings. The employee will have the opportunity to settle the debt before any amounts are deducted from the employee's wages.

Court-Ordered Garnishments: Any court-ordered garnishment for child support, family support, bankruptcies, or other judgments rendered against an employee must be forwarded immediately to institution's Payroll Department for processing.

Federal Tax Levies: A levy from the Internal Revenue Service must be forwarded immediately to the institution's Payroll Department for processing.

3.E. Evaluation of adjunct faculty

At the end of each semester, but prior to the final exam period, each instructor must distribute the standard college course evaluation form to students in each course. (For summer courses, the evaluations should be distributed at the penultimate class, and completed forms delivered to the Continuing and Graduate Studies Office.) These forms are available from Central College Services (Comenius Hall, second floor), from department chairs, or in the evening from the Continuing and Graduate Studies Office (Comenius Hall, first floor). The instructor must allow at least 10 minutes for the students to complete the forms. The instructor may not be present in the room while the students are completing the evaluation forms. Evaluation forms are to be collected by a designated student in the class, who will return the forms in a sealed envelope to the department chair or College Central Services in Comenius Hall (day time), or to the Office of Continuing and Graduate Studies (evening). The chair of the department in which the course is offered will review the evaluation forms and return a copy to the instructor.

A department chair or his/her designee should observe in person each adjunct in his/her department at least every other term. The instructor being evaluated will receive a written summary of the observations, and a copy of that summary will be placed in the instructor’s file in the Academic Affairs Office.